醫院合併護理人員態度與行為之影響

Hospital Merge on Attitude and Behavior among Nursing Staff

林怡芬(Yi-Fen Lin) ； 俞克弘(Ker-Huang Yu)

《北市醫學雜誌》 6卷5期 (2009/10) Pp. 373-390

https://doi.org/10.6200/TCMJ.2009.6.5.05

摘要

目的：本研究探討醫院合併後對護理人員組織變革認知、組織承諾、不確定感及因應行為之影響。方法：研究對象為臺北市立聯合醫院之護理人員，工具為「組織變革認知」、「組織承諾」、「不確定感」及「因應行為」四份量表，其回收率為77%。結果：對組織變革較不認同，且以問題為中心及尋求社會支持的因應行為面對合併來降低不確定感，並對醫院的認同度及留職意願偏低。其中不確定感以急診最高，外科人員尋求社會支持行為偏低，門診及社區人員易自責。高齡資深者其組織承諾較高，主管留職意願高，具不易採取逃避行為。結論：本研究建議推動醫院政策時，應訂定明確工作職責，加強部門溝通與政策宣導，注重個別感受且增進員工認同，以達組織合併變革的預期成效。

關鍵字

醫院合併 ； 態度 ； 行為 ； 組織變革 ； 組織承諾

並列摘要

The purposes of this study are to explore the demographics, the cognation of organizational change, organizational commitment, uncertainty and coping behavior during a hospital merger and their related factors. Methods: The research questionnaires were modified from the Cognation of Organizational Change Questionnaire, the Organizational Commitment Questionnaire, the Uncertainty Management Matrix, and the Way of Coping Checklist. The target population included faculty and staff of the hospitals and the data was gathered from 231 individuals out of 300, a response rate of 77%. Results: We found that there was a low identity and willingness to stay among the subjects. These individuals also disagreed with the organizational change, preferred to use ”problem-focused” and ”seeks social support” coping behaviors to reduce the uncertainty during the hospital merger. The highest level of uncertainty was among emergency nurse. Surgical nurses sought less social support, while OPD and community nurses were quick to place blame. The older the individual was, the higher the individuals organizational commitment and being at managerial high level resulted in a greater willingness to stay, and being less likely to use avoidance behavior. Conclusion: This research suggestion when forcing through a hospital policy, there is a need to be clear about work responsibility, communication of changes should be strengthened and the policy guidance needs to be given to the various departments. This will promote the staff to feel that they are being treated as individual, promote an understanding by the staff of policy and increase approval. This will help to, achieve better transformation of the organization. Through these findings we can develop a better understanding of the hospital staff's feelings about a hospital merger and how they cope with tem. This will be helpful to the hospital superintendent when policy-making.

並列關鍵字

hospital merge ； attitude ； behavior ； organizational change ； organizational commitment